Common use of Reasonable Alternatives Clause in Contracts

Reasonable Alternatives. For those that do not meet 4 out of the 5 requirements above, a reasonable alternative in the form of a Telephonic Coaching Program will be available to earn their final 34%. These programs will take a minimum of 8-12 weeks to complete. Beginning in January 2016, an additional reasonable alternative choice will be the completion of the Diabetes Prevention Program or Real Appeal program, a 16-week lifestyle management program through UHC medical plan. There are some requirements that need to be met to be eligible for these programs. These programs will only be allowed to be completed once by any covered member. Once an employee or covered dependent has taken either of these courses and received points towards the Health Rewards with Options program, they will not be eligible to receive credit for these programs in future years. The plan time frame for completion is the entire calendar year for employees and their covered spouses/domestic partners to complete the Health Rewards requirements for the discount to apply at a specific point in the following calendar year. If the required activities are completed by August 31, the discount will start with the first premiums effective on or after the following January 1. If the required activities are completed by December 31, the discount will start with the first premiums effective on or after the following June 1. In order to earn the premium reward discount anytime in a plan year, the employee will need to fully complete the Health Rewards required activities within the required time frame in the prior plan year. If the employee also elects coverage for a spouse or domestic partner, the covered adult would also need to fully complete the required activities within the established time period in order for the premium reward discount to be awarded to the employee. Completion of all Health Rewards required activities resulting in an award of 100% would be necessary for the employee and if applicable, the covered spouse/domestic partner would also need to complete the requirements and be awarded 100%

Reasonable Alternatives. For those that do not meet 4 out of the 5 requirements above, a reasonable alternative in the form of a Telephonic Coaching Program will be available to earn their final 34%. These programs will take a minimum of 8-12 weeks to complete. Beginning in January 2016, an additional reasonable alternative choice will be the completion of the Diabetes Prevention Program or Real Appeal program, a 16-week lifestyle management program through UHC medical plan. There are some requirements that need to be met to be eligible for these programs. These programs will only be allowed to be completed once by any covered member. Once an employee or covered dependent has taken either of these courses and received points towards the Health Rewards with Options program, they will not be eligible to receive credit for these programs in future years. The plan time frame for completion is the entire calendar year for employees and their covered spouses/domestic partners to complete the Health Rewards requirements for the discount to apply at a specific point in the following calendar year. If the required activities are completed by August 31, the discount will start with the first premiums effective on or after the following January 1. If the required activities are completed by December 31, the discount will start with the first premiums effective on or after the following June 1. In order to earn the premium reward discount anytime in a plan year, the employee will need to fully complete the Health Rewards required activities within the required time frame period in the prior plan year. If the employee also elects coverage for a spouse or domestic partner, the covered adult would also need to fully complete the required activities within the established time period in order for the premium reward discount to be awarded to the employee. Completion of all Health Rewards required activities resulting in an award of 100% would be necessary for the employee and if applicable, the covered spouse/domestic partner would also need to complete the requirements and be awarded 100%